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  • 學位論文

薪資滿足感對員工工作態度之影響-以派遣人員為研究對象

The Impact of Pay Satisfaction on Employees’ Work Attitudes–Dispatched Employees as Empirical Samples

指導教授 : 諸承明

摘要


摘要 近年來,經濟在全球化競爭下,跨國企業在人力需求方面已提早佈局規劃,企業組織為了因應市場訂單需求的變異,普遍採施行較具有彈性的人力運用策略。當產業景氣出現衰退或供應鏈出現急單效應時,而非典型人力派遣僱用,此時已成為企業解決人力窘迫最佳方法。因此本研究,欲探討以派遣人員薪資滿足感對員工工作態度之影響,其次,人格特質對員工工作態度之關聯性,以及人格特質對於薪資滿足感與員工工作態度關聯性的干擾效果。 本研究透過文獻探討,分別歸納出薪資滿足感有五個構面,以及三個員工工作態度構面;再由構面發展延伸出問卷題目,採以隨機方式進行問卷的發放及蒐集,透過統計、信度、相關分析,瞭解不同構面對員工工作態度之影響性,再將迴歸分析結果驗證本研究所假設與構面間之影響程度及干擾效果,最後透過個人背景變項,瞭解對於不同年紀、性別、教育程度等之差異分析。 研究結果顯示:薪資滿足感對於員工工作態度具有部份顯著關係,表示隨著提高薪資滿足感,對員工工作態度有提升作用。人格特質對於員工工作態度具有部份關係,其中,以親和性高著,對於員工工作態度有顯著提升作用。人格特質對於薪資滿足感對於員工工作態度之關聯性具有部份顯著干擾效果。隨著提高薪資滿足感,情緒穩定性高者有較高組織公民行為,對情緒穩定度高者,本薪越高,組織公民行為越低,然而對情緒穩定度低者,本薪越高,組織公民行為越高。

並列摘要


Abstract In recent years, the economy has been experiencing global competitions, which affects the multinational firms to advance the time of manpower demand planning. In response to the variation of market order demand, flexible human resource implementation strategy is commonly adopted by the corporate organizations. When industry recession or impact of rush order on supply chain appear, atypical labor dispatch is important to be applied to solve the problem of labor shortage. Therefore, this study attempts to investigate the Impact of pay satisfaction on dispatched employees ‘work attitudes, the correlation between the employees personality traits and work attitudes and the interruption effect from personality traits on the employees’ pay satisfaction and work attitudes. Five dimensions of pay satisfaction and three dimensions of employees’ work attitudes are generalized through literature review. Then, questionnaires are designed from the dimensions development, which are distributed and collected randomly. The impact of different dimensions on the employees’ work attitudes is obtained through statistics, reliability and relevant analysis. Subsequently, the result of regression analysis is applied to verify the impact degree and interruption effect. Finally, to understand the variance analysis of different age, gender and education level from personal background variables. The result shows that pay satisfaction has partially significant correlation with the employees’ work attitudes, which means that the increase of pay satisfaction has positive effect on the employees’ work attitudes. Personality traits have partially correlation with the employees’ work attitudes; in particular, friendly and harmonious traits have significant positive effect on the employees’ work attitudes. Personality traits have partially significant interruption effects on the correlation between pay satisfaction and employees’ work attitudes. With the increase of pay satisfaction, employees with high emotional stability have higher organizational citizenship behavior, but on the contrary, they have lower organizational citizenship behavior with higher base salary. However, employees with low emotional stability have higher organizational citizenship behavior with higher base salary.

參考文獻


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